Resources

Discrimination

EQUAL OPPORTUNITY STATEMENT

The Sonoma County Junior College District is committed to an environment in which all employees and students are treated with respect and dignity. Each employee and student has the right to work/learn in a professional atmosphere that promotes equal opportunity and is free of unlawful discriminatory practices. Because the ability to serve students from broad cultural heritages, socioeconomic backgrounds and genders is a key commitment of the College mission, The Sonoma County Junior College District actively encourages applications from candidates who recognize the value that diversity brings to a professional education community. The Vice President of Human Resources is responsible for Sonoma County Junior College District’s equal opportunity efforts, and reports directly to the Superintendent/President on these matters.

UNLAWFUL DISCRIMINATION POLICY

The policy of the Sonoma County Junior College District is to provide an education and employment environment in which no person shall be unlawfully denied access to the benefits of, or be subjected to discrimination on the basis of race, religious creed, color, national original, ancestry, ethnic group identification, physical disability, mental disability, medical condition, genetic condition, marital status, age, sex, gender, gender identity, gender expression, genetic information or sexual orientation in any program or activity that is administered by, funded directly by, or that receives any financial assistance from the State Chancellor or Board of Governors of the California Community Colleges. In so providing, the District hereby implements the provisions of California Government Code sections 11135 through 11139.5, the Sex Equity in Education Act (Ed. Code 66250 et seq.), Title VI of the Civil Rights Act of 1964 (42 U.S.C. 2000d), Title IX of the Education Amendments of 1972 (20 U.S.C. 1681), Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. 794), the Americans with Disabilities Act of 1990 (42 U.S.C. 12100 et seq.) and the Age Discrimination Act (42 U.S.C. 6101).

Employees, students, or other persons acting on behalf of the District who engage in unlawful discrimination as defined in this policy or by state or federal law may be subject to discipline, up to and including discharge, expulsion, or termination of contract.

SEXUAL HARASSMENT POLICY

The policy of the Sonoma County Junior College District is to provide an educational and employment environment free from unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct or communications constituting sexual harassment. Employees, students, or other persons acting on behalf of the District who engage in sexual harassment as defined in this policy or by state or federal law shall be subject to discipline up to and including discharge, expulsion or termination of contract.

Cal. Code Regs., Title 5, 66281.5; 20 U.S.C. 1681 et seq.

NON-RETALIATION POLICY

It is unlawful for anyone to retaliate against someone who files an unlawful discrimination complaint (including a complaint alleging sexual harassment); who refers a matter for investigation or complaint; who participates in an investigation of a complaint; who represents or serves as an advocate for an alleged victim or alleged offender; or who otherwise furthers the principles of this unlawful discrimination policy.

ACADEMIC FREEDOM

The Board of Trustees affirms its commitment to academic freedom as delineated in Article 9 of the Contract between the All Faculty Association and the Sonoma County Junior College District.

It should be noted, however, that academic freedom does not allow a faculty member to engage in any form of unlawful discrimination, including sexual harassment.

The Sonoma County Junior College District shall adopt a procedure for unlawful discrimination complaints to implement this policy statement.

The District Compliance Officer is responsible for Santa Rosa Junior College's equal opportunity efforts, and reports directly to the Superintendent/President on these matters. Issues of accommodation for staff and the public, as well as gender equity concerns, should also be brought to the District Compliance Officer.

The lack of English language skills will not be a barrier to admission and participation in the College's vocational education programs.